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Linn County HR reports telework fixes, training and wellness engagement
Summary
Human Resources told supervisors the county resolved telework portal issues, advanced a quarterly goal-setting program and reported higher employee participation in wellness screenings and coaching.
Lisa (Human Resources) told the Linn County Board of Supervisors on March 6 that information-technology issues that were delaying processing of new telework agreements have been resolved and the HR office is caught up on approvals.
The nut graf: HR’s update covered process improvement and employee development — the county has moved forward with LC3 learning-institute check-ins, is updating a major job-description project for completion by June, and reported increases in wellness program participation that HR said are lowering risk factors.
HR said department check-ins (monthly or quarterly depending on each unit) are yielding positive feedback and that recruitment assistance from HR staff (Adrian) has been well received by managers. The office is still working through a large job-description project and aims to finish by June.
On benefits and wellness, HR reported 66% of eligible employees completed health screenings (a 5% increase from last year), 70% of departments hit a 75% participation threshold or improved over last year, and 40% of high-risk participants in the road crews enrolled in coaching and resolved high-risk criteria. HR said 84% of coaching participants were highly likely to recommend the program.
The department also plans quarterly management trainings starting in April on hiring and legal interview questions, and will continue to provide ADA and leave-related guidance to departments.
Ending: supervisors thanked HR for responsiveness and noted appreciation for on-site consultations and staff support.
